Learning Organization and Organizational Agility in the Context of Organizational Performance: The Moderating Role of E-HRM Systems

Abstract

Introduction: In the era of modern management, organizations are required to continuously innovate and improve performance through adaptive and learning-oriented management approaches. This study examines the impact of modern management approaches, specifically through innovation capability and E-HRM systems, on organizational performance.

Objectives: The primary objective of this study is to investigate the extent to which organizational agility and learning organization influence organizational performance, with innovation capability as a mediator and E-HRM systems as a moderator.

Methods: This research was conducted in December 2023 by collecting 408 questionnaires from entrepreneurs and management personnel in randomly selected SMEs in Jakarta, Indonesia. Data analysis was performed using SPSS and structural equation modeling (SEM) through SmartPLS 4 to evaluate the relationships between the variables.

Results: The findings reveal that organizational agility and learning organization have significant and positive impacts on organizational performance. Additionally, innovation capability significantly mediates the relationship between organizational agility, learning organization, and organizational performance. However, E-HRM systems show only a small moderating effect on the relationship between innovation capability and organizational performance.

Conclusions: The application of modern management approaches involving organizational agility and learning organization is crucial in enhancing organizational performance, particularly through strengthening innovation capability. Although the moderating effect of E-HRM systems is limited, these systems still play a role in reinforcing the relationship between innovation and organizational performance in the digital era.